Background
This research is initiated to investigate the underrepresentation of women in technical occupations, particularly in the male-dominated field of the construction industry. The Netherlands is a country where this gender gap has been observed, with a significant disparity in the representation of women in the industry. Despite the recognized importance of gender diversity and equity in promoting gender equality and empowerment, there is a lack of comprehensive frameworks that address these issues within organizations.

Purpose and methodology
This study aims to enhance understanding of gender diversity and equity in the workplace, particularly focusing on challenges faced by women in the Dutch construction industry. It seeks to offer insights and recommendations for promoting gender diversity by examining different organizational roles. The research contributes to existing literature, informs company diversity initiatives, and provides insights applicable to similar industries. The objective is to explore perceptions, challenges, and opportunities related to gender diversity within Strukton Rail from the perspectives of employees, top management, and HR partners. This is achieved through a combination of methods including interviews, questionnaires, and observations, enriched by the researcher's unique position as a Strukton Rail employee, allowing comprehensive exploration of the organization's culture, practices, and policies.

Findings and Recommendations
This research explores gender diversity and equity perspectives within Strukton Rail. Different roles (employees, top management, and HR) have varying viewpoints. There's recognition of a male-dominated culture, but differing acknowledgment of its impact on female employees. Some top management members claim gender-blindness but exhibit underlying biases. Work-life balance is valued by employees, especially female employees, while management prioritizes operational needs. Biases may affect perceptions of adaptability and caregiving roles. To address challenges, management commitment is crucial, involving a gender diversity vision, bias challenge, and clear women's representation goals. Open dialogue is vital for understanding diverse perspectives and driving change. Compliance with the Corporate Sustainability Reporting Directive is also highlighted.

Practical Implications
The description of the framework for organizational change provides organizations in the construction industry with a way to assess the gender diversity and equity status within their organization. This can aid in challenging and assessing challenges that hinder the inclusion and retention of women within the industry.

Value
This research describes an approach to understand organizational factors influencing gender diversity and equity in the construction industry. In present a novel framework that can shed light on the gender diversity and equity within an organization and can be the blueprint for organizational change. The value of this research is rooted in the ethnographic methodology, combined with the case study design. Combined with the dual position of the researcher as both employee and researcher, highly in-depth, contextual data forms the basis of this research.